Career Development Plan Analysis

This assignment analyzes a hypothetical career development plan. It delves into the factors influencing its creation, including personal development needs, current performance, and anticipated future demands. The document also cites various academic sources to support its analysis.

The Developing Manager

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison between different management styles...............................................................1
1.2 Characteristic of leadership styles.........................................................................................2
1.3 Evaluation of communication process at workplace.............................................................3
1.4 Analysis of organisational culture and changes in business.................................................3
TASK 2............................................................................................................................................4
Covered in PPT...........................................................................................................................4
TASK 3............................................................................................................................................4
3.1 How to lead and motivate a team for attaining agreed goals or objectives...........................4
3.2 Justification of managerial decisions made to support achievement of agreed goals or
objectives and recommendations for improvements...................................................................5
TASK 4............................................................................................................................................6
4.1 The way in which own managerial and personal skills will support career development....6
4.2 Reviewing career and personal development needs, current performance and future needs
to produce development plan......................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
In the present scenario, it is necessary to manage several tasks and activities in proper
manner so that it can help in exploring different principles and practices of management. A
manager of any business firm uses his skills, capabilities, knowledge for self-appraisal and for
determining potential of other members working in the organisation. The principles and practices
of management are the important, implicit factors which makes the basis for successful
management (Kumar Abbas and Aster, 2013). The present study is prepared to gain
understanding of behaviour management principles and skills for revising managerial potential
and making a career development plan. The report is going to highlight the comparison of
different management style along with evaluation of processes of communication adopted by the
organisations. Along with this, it will focus on personal strength, weaknesses, opportunities and
threats of a manager. In addition to this, it will state how to lead and motivate a team for
attaining an agreed goal or objectives. Further, it will cover managerial decisions which are taken
to support achievement of agreed goals or objectives. Moreover, it will throw light on managerial
and personal skills which support career development and review of career and a development
plan.
TASK 1
1.1 Comparison between different management styles
For comparing different management styles, two organisations are being taken. One is
Hotel Marriott from hospitality industry and other is Cox and Kings which is a tour and travel
company. Managers have different kind of style for dealing and managing tasks and activities in
an organisation. Their managerial styles make direct impact on performance of staff as well as
organisation. There are two types of managerial styles which are used by the managers of Hotel
Marriott. Here autocratic management style is adopted sometimes when the manager has to make
tough decisions and is unable to take opinions from his subordinates (Graber and et. al., 2016).
These decisions reflect his own opinions and personality. Also is is used when there is time of
crisis in hotel. Along with this style, consultative management style is also adopted which is very
different from the above style. From this style decisions are taken in favour of the employees and
the cited hotel both. With this style, communication is usually downward, but feedback taken
from employees is promoted for maintaining morale.

On the contrary, manager in Cox and Kings follows democratic management style under
which he allows employees to take active participation in the decision making process. The
communication is extended in both directions i.e. from employees to top manager and vice versa.
This type of style is mainly taken in use when difficult decisions are to be taken which needs a
range of special skills and knowledge. With this style, job satisfaction and work quality improves
and contribution of employees is high (Lee, and 2010). This in turn makes improvements in their
performance and productivity. But with managerial style, the decision making process is very
slow in cited tour company. Apart from this, chaotic management style is being applied in Cox
and Kings. It is modern style management which offers total control to its employees in the
decision making process. Through this, style of management the cited firm aims to be the most
influential and innovative firm.
1.2 Characteristic of leadership styles
There are several types of leadership styles which exist in both the cited organisations. To
determine which leadership styles matches the company best, the culture and goals are to be
determined. Some of the firms provide many leadership styles depending on the required tasks to
complete and needs of each department. In Hotel Marriott, laissez-faire leadership style is
followed. The employees who are highly skilled and experienced and needs less supervision
come under the head of laissez-faire leaders. The members of team are given full freedom to do
their jobs and the way they want to set their deadlines (Corner and Ho, 2010). With this
leadership style, transactional leadership style is also applied in mentioned hotel. With this, style
leaders get some tasks to do and they offer rewards or punishments to members of team on the
basis of performance outcomes. Employees are provided rewards like bonuses when goals are
attained.
Cox and Kings also adopts two different leadership styles. It applies participative
leadership styles which gives due recognition to the input given by team members and fellow
members. However, the final responsibility for taking decisions lies with the participative leader
only. This leadership style boosts moral in employees of cited company as they make significant
contributions in the decision making process. It makes them feel that their opinions and view
also matter to the firm (Johnson, 2017). Along with this, strategic leadership style is also
followed. Here the leader is not restricted to top management only. He fills the space between
requirement for new possibilities and requirement for utility by giving normative set of habits.

This leadership style is that type of leadership which involves leaders who are necessarily the
head of mentioned organisation.
1.3 Evaluation of communication process at workplace
In hospitality and tourism industry, smooth communication is an important perspective to
manage various activities at workplace. The process of transmitting messages or any kind of
information within the organisation is referred as communication. With reference to hotel
Marriott, vertical communication process is followed under which the flow of information goes
down as per the organisational structure. Initially, an idea is created by sender in which the
communicator makes the message (Ulaga and Reinartz, 2011). At this phase, appropriate plans
are formulated as to what type of information is to be transferred. Further, under encoding idea is
translated in a proper form for communicating it to the receiver. After, this the medium for
transferring the information or message is chosen properly. The manager creates and transmits
messages by taking help of different communication. Here feedback is the last phase under
which the cited firm takes feedback and reviews from its customers and clients regarding
services. This in turn, helps mentioned hotel to take use of proper tools and techniques for
bringing improvements in its services.
In case of Cox and Kings, horizontal communication process is adopted through which
information is transferred in same hierarchical level among the employees and department. The
major benefit of this type of communication process is that it improves the productivity level by
the support of information sharing, problems solving and collaboration. Moreover, it helps in
coordinating several king of activities and tasks to attain set objectives at workplace.
Additionally, the cited company use this type of communication process for resolving several
matters which exists among employees (Chiaroni Chiesa and Frattini, 2010).
1.4 Analysis of organisational culture and changes in business
Culture of a company is the values and beliefs of which have a significant role to pursue
the tasks and activities. The culture of an organisation plays a vital role in defining behaviour
attitude of employees. Hotel Marriott and Cox and Kings have a very different culture. Culture
of hotel is normative culture under which norms and procedures are predefined and rules and
regulations are formed according to the existing guidelines. The employee of cited hotel behaves
in an ideal manner (Zettl, 2013). They follow the rules and policies of the organisation very

strictly. None of them tries to break the rules and sticks to the already formed rules and
regulations.
While Cox and Kings adopt academy culture. With this type of culture, it recruits skilled
personnel. The roles and responsibilities are given as per the education, work experience,
background of individuals. It is very particular regarding training of employees and assures that
several training sessions are arranged in the organisation to polish the skills and competencies of
employees. In the cited travel company, management puts serious efforts for up-gradation of
skills and potential of staff for enhancing their professional competency (Wheelwright, 2010).
The employees with his type of organisational culture stick to the hotel for long time period.
TASK 2
Covered in PPT
TASK 3
3.1 How to lead and motivate a team for attaining agreed goals or objectives
As a chef of Jamie's Oliver restaurant, the below states key can be applied for leading a
team to attain agree goals or objectives: Demonstrate commitment: The chef of cited restaurant should showcase that he has a
significant investment in the success of restaurant, objective setting of team and success
of every team member before focusing on his own objectives (DeVellis, 2016). It is
essential to show ethics at workplace and take the same work with his team. Become a coach: A coach pushes team members. It he is not asking his team members to
do such tasks which they have not attempted before, he is not setting the standards high.
He has to also support team mates in finding their path if they are not able to do the same
or not succeeding in it.
 Make decisions: The chef has to pay full respect and importance to the new ideas and
methods proposed by team mates. However, when there is a time to take tough decisions
he must have a clear direction (Lee and Xia, 2010).
For motivating team in mentioned restaurant, the below described methods can be
adopted by the chef:

 Encourage happiness: When employees are happy and contented, they are more
energetic and optimistic. Their attitude and behaviour becomes infectious. The chef has
to keep a close look on happiness and satisfaction level of employees. Promote collaboration in the team: The chef of cited restaurant has to inspire his team
mates to actively participate by accepting their ideas and viewpoints regarding how to
make performance better (Kumar Abbas and Aster, 2013). Offer opportunities for self development: If team mates will be provided chances for
gaining new set of skills and knowledge, they will be of more value to the mentioned
restaurant.
 Avoid conducting useless meetings: The chef has to make an agenda for meetings and
communicate it beforehand. Only those members should be called who actually are
require to join the meeting.
3.2 Justification of managerial decisions made to support achievement of agreed goals or
objectives and recommendations for improvements
The above mentioned ways for leading a team in Jamie's Oliver restaurant can prove very
beneficiary for the chef, his team, team mates and the restaurant. The first key for leading a team
is to demonstrate commitment by the chef. He has to not only delegate tasks and activities but
also inspire team mates with this own style of working. Also he has to be a coach for the team
members (Zettl, 2013). High guidance and mentoring will be very advantageous for the team
members. This in turn will build a concerted and collaborative working atmosphere in the team
and whole restaurant. Along with this, chef has to take some difficult decisions which may not be
favoured by all the team mates at the initial stages. But these decisions should be be beneficial
for them as well as for the restaurant. To create consensus on each decision is not required on the
part of a leader.
Recommendations to bring improvements:
 The chef has to constructively criticise team mates.
 Chef must be optimistic in his thinking and decisions which are taken by him.
 Micromanaging should not be preferred by the leader. Team mates can get demotivated.
 Empowerment should be fostered in team by having an open and direct involvement of
team mates in the process of decision making (Ulaga and Reinartz, 2011).

TASK 4
4.1 The way in which own managerial and personal skills will support career development
Managerial skills and personal skills exists with distinct set of constituents where both of
them are evident to impact upon the development of career that is envisioned by an individual.
These are however referred to be two interdependent terms where the “Managerial skills” while
working into a hotel organisation are as stated below-
Communication: It is a foremost outlook of a leader in order to exchange a considerable set of
idea with one another (Crawford, 2014). This involves to share distinct thoughts and assumptions
among each other where with an effective communication skill, I can duly refer to communicate
with my staff members and upcoming set of consumers by together resolving any of their issues.
This will in turn assist me to become a considerable leader in future by together supporting in the
development of my career.
Learning: Learning is referred to be a continual process that undergoes the integral life cycle of
an individual and with its assistance, I can obtain some pivotal opportunities of acknowledging
newer set of things as a way of enhancing my cognition from various resources. This will in turn
aid me to frame some effectual business decisions as a mean of attaining the targeted goals of the
organisation by directly aligning it to the development of my career.
“Personal skills” are also proven to play an important role in the overall development of
my career in future. This involves some liable constituents like an affirmative attitude towards
work, sensible outlook towards the responsibilities, a willing intent of adaptability and
aspirations (Koenigsfeld, Kim, Cha, Perdue and Cichy, 2012). All of these are thereby needed to
be developed with the modifying period as a mean of supporting in the future development of my
career. It consists of yet another requisite dimension called thinking, where a prime ability of
critical thinking will in turn help me to address divergent situations at work. By which, I can
clearly evaluate the occurrences and take coherent decisions.
4.2 Reviewing career and personal development needs, current performance and future needs to
produce development plan
This section is with a fundamental depiction of reviewal where my career and personal
development needs along with the current performances and future needs are being scrutinised to

produce a development plan (Mackoff, Glassman and Budin, 2013). It is however based upon
some stipulated parameters, as depicted below-
Sr
No.
Learning
objective/
goal
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
Judging
success
Time
scale
Evidence
1
Time
manageme
nt
I am yet
unable to
administrate
a due
accomplish
ment of my
tasks. This
has in turn
made some
terrible
affect on my
productivity
level by
together
depleting
my
performance
.
Herein, I
am
attempting
to avoid
multiple
tasking that
is evident
to hinder
my time
manageme
nt skills.
I am hereby
referring to
make a
prudent usage
of varied
planning tools
and time
management
strategies as a
mean of
improving my
time
management
skills.
Submissi
on of
work
prior to
the
stipulated
time
duration.
2
month
s
Self
appraisal
techniqu
e.
2
Communi
cation
My recent
performance
has shown
some
considerable
results
where I am
However, I
am
referring to
make
further
improveme
nts in my
Taking part
in
presentations
and group
discussions,
etc., (Proctor,
2014).
Submittin
g more
reports
and
presentati
ons at
work.
3
month
s
Taking
Feedbac
k from
supervis
ors.

proficient in
explicating
my carried
beliefs to
others.
existent
skills of
communica
tion with a
special
context of
augmenting
my
professiona
l skills of
writing.
CONCLUSION
The above report has summarised a prime consideration of development in the skills and
abilities of a manager. Wherein, it has also demonstrated the responsibilities of a leader to enact
at an upper level position in which they are directly responsible to handle their respective group
members and their work. This report has thereby emphasised upon four vital parts with a
foremost unit to interpret the principles of management and their distinct set of practices. It is
with yet another prudent section that has reviewed the potential of a potential manager by
together showcasing the administrative skills in a factual context of business. On whose basis, it
has lastly created a career development plan by considering some leading factors of personal
developmental needs, current performance and future requisitions of development.

REFERENCES
Books and Journals
Chiaroni, D., Chiesa, V. and Frattini, F., 2010. Unravelling the process from Closed to Open
Innovation: evidence from mature, asset‐intensive industries. R&d Management, 40(3),
pp.222-245.
Corner, P.D. and Ho, M., 2010. How opportunities develop in social entrepreneurship.
Entrepreneurship theory and practice, 34(4), pp.635-659.
Crawford, M., 2014. Developing as an Educational Leader and Manager. SAGE.
DeVellis, R.F., 2016. Scale development: Theory and applications (Vol. 26). Sage publications.
Graber, L.W., Vanarsdall Jr, R.L., Vig, K.W. and Huang, G.J., 2016. Orthodontics: current
principles and techniques. Elsevier Health Sciences.
Koenigsfeld, J.P., Kim, S., Cha, J., Perdue, J. and Cichy, R.F., 2012. Developing a competency
model for private club managers. International Journal of Hospitality Management.
31(3). pp.633-641.
Kumar, V., Abbas, A.K. and Aster, J.C., 2013. Robbins basic pathology. Elsevier Health
Sciences.
Lee, G. and Xia, W., 2010. Toward agile: an integrated analysis of quantitative and qualitative
field data on software development agility. Mis Quarterly, 34(1), pp.87-114.
Mackoff, B.L., Glassman, K. and Budin, W., 2013. Developing a leadership laboratory for nurse
managers based on lived experiences: a participatory action research model for
leadership development. Journal of Nursing Administration. 43(9). pp.447-454.
Proctor, T., 2014. Creative problem solving for managers: developing skills for decision making
and innovation. Routledge.
Ulaga, W. and Reinartz, W.J., 2011. Hybrid offerings: how manufacturing firms combine goods
and services successfully. Journal of marketing, 75(6), pp.5-23.
Wheelwright, S.C., 2010. Managing new product and process development: text cases. Simon
and Schuster.
Zettl, H., 2013. Sight, sound, motion: Applied media aesthetics. Cengage Learning.
Online

Johnson, R., 2017 5 Different Types of Leadership Styles [online.] Available
through:<http://smallbusiness.chron.com/5-different-types-leadership-styles-
17584.html>. [Accessed on 7th February 2017].
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